Salary satisfaction among teachers, 2018

2021 ◽  
Keyword(s):  
Salary Satisfaction

scholarly journals Job Satisfaction Among Pharmacists

2021 ◽  
Vol 10 (3) ◽  
Author(s):  
Viktoriya A. Smolina ◽  
Irina G. Novokreshchenova ◽  
Igor V. Novokreshchenov
Keyword(s):  
Job Satisfaction ◽  
Positive Emotions ◽  
Personal Characteristics ◽  
Household Composition ◽  
Professional Commitment ◽  
Factors Affecting ◽  
Professional Activities ◽  
The Social ◽  
Salary Satisfaction ◽  
Social Importance

Job satisfaction among pharmacists affects the quality of pharmaceutical care and patient health. Our study targeted the evaluation of job and salary satisfaction levels in pharmacists and the factors affecting these levels. Methods — We conducted the survey of 407 pharmacists working at community pharmacies in Saratov Oblast (Russia). Results — The proportions of pharmacists satisfied with their jobs and their salaries were 77.1±0.4% and 52.8±0.4%, respectively. We discovered that salary satisfaction was influenced primarily by the household composition (p=0.004) and professional commitment (p<0.001). Pharmacists who were more satisfied with their jobs belonged to the age category ‘up to 44 years’ (p=0.002). They were less likely to change their employment (p<0.001) and more likely to experience positive emotions when performing their professional activities (p<0.001). Also, they were more satisfied with their salaries (p<0.001), committed to their profession (p<0.001), and more likely to perceive the social importance of their profession (p<0.001). Conclusion — Our findings suggested that formal traits of pharmaceutical professionals had a smaller impact on their job satisfaction, while the greatest impact was caused by the personal characteristics (perception of the social importance of their profession, professional commitment), salary satisfaction, age and frequency of changing jobs.

The Influence of Flexible Work Arrangement and Remuneration on Employees’ Job Satisfaction in Private Higher Education Institutions

2019 ◽  
Vol 5 (1) ◽  
pp. 71
Author(s):  
Abdul Kadir Othman ◽  
Hasfah Nurhanum Mustafa ◽  
Muhammad Iskandar Hamzah ◽  
Mohd Zulkifli Abdullah
Keyword(s):  
Job Satisfaction ◽  
Private Colleges ◽  
Private Higher Education ◽  
Educational Institutions ◽  
Flexible Work ◽  
Four Dimensions ◽  
Institutions Of Higher Learning ◽  
Flexible Work Arrangement ◽  
Salary Satisfaction ◽  
Work Arrangement

Job satisfaction is the most common topic of research, but it is still relevant as most problems in the workplace are related to employees’ job satisfaction. The same problem is also prevalent those working in higher educational institutions. Due to this concern, the present study was conducted among 163 academics in private colleges in Kuantan, Pahang, Malaysia. Based on the result of factor analysis, it was found that job satisfaction of academics can be divided into four dimensions; career and salary satisfaction, creativity satisfaction, administration satisfaction and attitudinal satisfaction. Factors that significantly influence the dimensions of job satisfaction are flexible work arrangement, salary and promotion. All these three factors significantly influence career and salary satisfaction and administration satisfaction. Promotion on the other hand leads to creativity satisfaction. And, salary contributes to attitudinal satisfaction. The findings of the study indicate the importance of flexible work arrangement and compensation on academics’ satisfaction, thus, the management should consider these aspects when planning for the work schedule and career development of the academics in the institutions of higher learning.

scholarly journals The Effect of Salary Satisfaction, Work Satisfaction and Organizational Commitment To Work Intention

2018 ◽  
Vol 1 (1) ◽  
pp. 45-53
Author(s):  
Meithiana Indrasari ◽  
Bambang Raditya Purnomo ◽  
Eddy Yunus ◽  
Eny Haryati ◽  
Abdul Razzak Hashmi
Keyword(s):  
Organizational Commitment ◽  
Human Resources ◽  
Training Programs ◽  
Work Satisfaction ◽  
High Rate ◽  
High Turnover ◽  
Negative Effect ◽  
Salary Satisfaction ◽  
Organizational Ineffectiveness ◽  
Positive Effect

High rate of turnover leads to adverse effect to an organization. Such problem is likely generating instability and uncertainty towards employment condition and human resources cost rise in forms of training invested to them, recruitment and newly built training programs. High turnover, in addition, also results in organizational ineffectiveness because it loses experienced employees as well as spends much times in training new, inexperienced employees. This study aims to analyze the effect of salary satisfaction, work satisfaction and organizational commitment on withdrawal intention and to analyze the most affective variable on withdrawal intention. There are 115 respondents for the samples and data analysis during the research is held by using SEM and AMOS 5 program. According to the analysis, it is concluded as the followings: work satisfaction has a positive effect on organizational commitment (CR = 6.052); salary satisfaction has a negative effect on turnover (CR = -4.306); job satisfaction has a negative effect on turnover (CR = -4.846); and organizational commitment has a negative effect on turnover (CR = -2.822).

scholarly journals Impact of Job Satisfaction on Employee Turnover Intention at Bank Al-Habib

2021 ◽  
Vol 3 (1) ◽  
pp. 1-26
Author(s):  
Muhammad Yousuf ◽  
Muhammad Saqib
Keyword(s):  
Job Satisfaction ◽  
Work Environment ◽  
Significant Relationship ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Partial Least Square ◽  
Physical Work ◽  
Employee Turnover Intention ◽  
Salary Satisfaction ◽  
Task Satisfaction

This study aims to examine the impact of job satisfaction on employee turnover intention in Bank Al Habib in Pakistan. This research is quantitative in nature and has utilized the double linear regression analysis and the data was collected through self-administrated structured questionnaire. A sample of 375 employees in the Bank Al Habib was selected randomly. The collected data was analyzed through partial least square technique using the Smart PLS software. The findings and results demonstrated that job satisfaction has a significant relationship with turnover intention. Five job-satisfaction dimensions as prescribed by the job descriptive index were employed to measure the job satisfaction variable, which include salary satisfaction, promotion satisfaction, work environment satisfaction, task satisfaction, and supervision satisfaction. The first-dimension salary satisfaction was found to have a significant relationship with turnover intention, which validates that if more salaries are offered to the employees, the job satisfaction level increases and turnover intention decreases. Similarly, the second dimension, promotion satisfaction was to also be found to have a significantly relationship with turnover intention which asserts that higher promotion and career development opportunities reduce the employee turnover intention. Correspondingly, the third variable, work environment satisfaction has a significant relationship with turnover intention which demonstrates that the better co-worker relationships and better physical  work environment characteristics reduces employees’ turnover intention. Likewise, the fourth and fifth variables task satisfaction and supervision satisfaction, respectively, also validate a significant relationship with job satisfaction and a significant relationship with turnover intention. The purpose of this study was to provide a valid framework to the managers and decision makers at bank Al-Habib which would help them devise appropriate job motivational strategies to increase job satisfaction, reduce turnover intention and overall promote organizational productivity and efficiency.

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